Here are some ideas, but before that, I need to remind you of two points: 1. According to the laws of the country or region where you are located, internal promotions or personnel adjustments based on age may involve illegal discrimination. It is recommended to consult the human resources department or legal counsel before implementing any relevant communication to ensure that the relevant practices and interpretations comply with laws and regulations and the company's equal employment policy. 2. Regardless of company policies, communication should be respectful and sincere, and try to avoid making employees feel that their value is denied because of their age. Even if the company has made a certain strategic choice, it is recommended to focus on business needs and job requirements when expressing it, rather than directly emphasizing the age factor. On the premise of ensuring legal compliance and respecting the personal dignity of employees, you can consider the following ideas to adjust the communication content: A. Focus on job requirements and business strategy You can explain: "The company is currently in a stage of business transformation and intensified market competition. In order to better adapt to new work requirements and future development, the company will give priority to candidates who are more in line with current strategic needs in certain specific skills, work models or innovation capabilities. Everyone has made contributions to the company, and we also value your rich experience. This selection is mainly made from the perspective of business development." B. Emphasize personal development and diversified channels You can state: "We understand that everyone has their own unique advantages and strengths. Therefore, the company is exploring diversified talent training and promotion channels. Although the specific conditions of this promotion focus on some emerging business needs, the company still values your long-term contributions to the company and will continue to provide support and development opportunities through other methods and projects." C. Focus on long-term development and resource allocation You can add: "In order to cope with rapidly changing markets and technologies, the company must introduce talent configurations that are more in line with specific business models in certain positions. This does not negate your long-term accumulated experience and capabilities, but is a resource allocation decision made based on the job development strategy for a period of time in the future." Regardless of which expression is used, it is recommended to pay attention to the following points: 1. Avoid directly mentioning "age" or similar labels, as this can easily make people feel targeted; 2. Focus on job requirements, ability matching and company strategy to make the discussion more objective; 3. Express respect and affirmation for all employees, and promise to explore more promotion or development opportunities suitable for various types of talents in the future; 4. If possible, arrange one-on-one communication so that employees have the opportunity to express their questions or feelings, and give corresponding feedback and follow-up support. The above suggestions are for reference only. In actual operations, it is very important to ensure that the content of communication is consistent with the company's strategy, respects individual employees, and complies with laws and regulations.